Mohamed Gad

− Participating in the annual strategy planning events, accordingly developing and setting the HR strategic
objectives for the Group.
− Supporting management by providing human resources advice, counsel, and decisions; analyzing information
and applications.
− Establishing and managing the development of HR policies and procedures and ensuring its application and
compliance on group and subsidiary level; updating the manuals upon any occurring procedures/regulation change, and ensuring comprehensive communication to the concerned parties.
− Setting the KPIs for the HR department, and cascading it down to the direct subordinates and monitoring their timely implementation, ensuring the achievement of the set objectives.

− Developing and ensuring the implementation of a comprehensive compensation and benefit plans that are competitive and cost effective for the group.
− Developing and managing an effective payroll system applying the company rules and laws to get the wages paid correctly, and monitoring any possible variance between actual results and budgeted targets to propose correct actions to other departments.
− Partnering with recruitment team to define talent needs, proactively identify talent, effectively screen talent, and ensure a smooth on-boarding process.
− Ensure robust manpower planning and budgeting process for the group subsidiaries and sourcing candidates from India, Philippine, Nepal and Pakistan.
− Consolidating the HR annual budgets based on projected operating costs and overseeing its expenditure and ensure alignment with the group strategies on a company level and group level.
− Initiating and managing the performance appraisal system for the whole group including orientation, objective setting, appraisal and feedback all through linking pay to performance.
− Assessing the group HR performance and providing management with actionable recommendations.
− Analysing performance trends, competencies and results and presents to top management, highlighting the organization's skills inventory level and improvement areas, and also recommends HR initiatives to fill gaps.
− Consolidating and presenting to the periodic reports on quarterly basis, outlining, achievements versus plan and challenges and suggestions for improvements.
− Planning and consolidating training plans in accordance to the outcomes of the yearly Performance management results. Reviewing and approving yearly training plans for the companies/subsidiaries prior to top management approval.

 Driving employee productivity, engagement and relations, and improving organizational effectiveness.
 Providing outstanding service to the leaders of the business through developing and executing programs to strengthen employee development and leadership.
 Working with executive leadership to identify and interpret key Human Resources metrics for business leaders and employees.
 Developing approaches to ensure the core culture is maintained, and enhanced.
 Partnering with recruitment team to define talent needs, proactively identify talent, effectively screen talent, and ensure a smooth on-boarding process.
 Identifying and implementing new strategies for acquiring talent.
 Providing direction and subject matter expertise on GLC’s compensation plans and strategy, ensuring alignment with strategic financial objectives and desired business results.

Organization Structures and Staffing:
 Defining future structure for GLC Paints and defining the talent acquisition and staffing strategy to ensure availability of right talent in line with key business priorities.
 Designing and implementing a cohesive recruitment strategy to support HC’s strategic business objectives.
 Developing staffing strategies for the business to ensure attraction of best talent.
 Ensure robust manpower planning and budgeting process for the factories of GLC Paints.
 Benchmarking with talent acquisition and retention practices in other organizations in the same sector.
 Leading and managing all recruitment-related efforts to support hiring activity for GLC Paints.
 Partnering with leaders through the company for early identification of recruitment needs, and partnering with recruitment team to ensure strategies are in place to meet those needs.
 Managing recruitment budget and financial reporting on recruiting spend with analysis of ROI for various recruiting tools.
 Conducting regular update for Job Descriptions and Organization Charts.

Performance and Rewards:
 Driving and sustaining a strong performance oriented culture across the business and develop progressive compensation and reward programs for the business.
 Ensuring job role clarity and effective goal setting processes.
 Strengthening the appraisal and feedback process and ensure merit based performance differentiation.
 Advising compensation best practices and developing competitive, progressive compensation programs and policies, incentive plans, etc.

Organizational Effectiveness and Employee engagement:
 Designing and ensuring implementation of new HR policies/ review of existing policies based on changing business needs and external best practices.
 Developing and ensuring implementation of policies and practices towards ensuring high levels of employee engagement in the organization.
 Continuously monitoring organizational health, people morale and initiating corrective steps, wherever necessary.
 Ensuring continuous communication of and adherence to the organization’s people philosophy.

Compensation & Benefits:
 Providing advice and consultation to management on compensation programs and pay-related issues to ensure all parties have a full understanding of the organization’s compensation strategy and pay philosophy.
 Partnering with the finance department to create, maintain and update financial metrics used to support HC’s total rewards philosophy.
 Managing the employees’ transportation.
 Managing and controlling the employees’ Medical Insurance plans, following up on the submitted claims and the renewal process.
 Advising on the cases of discrepancies from the salary structure for adjustments.
 Developing and managing an effective payroll system applying the company rules and laws to get the wages paid correctly, and monitoring any possible variance between actual results and budgeted targets to propose correct actions to other departments.

 Supporting business needs and ensuring the proper implementation of company strategy and objectives.
 Maintaining the work structure by updating job requirements and job descriptions for all positions.
 Maintaining organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting; analyzing exit interviews and recommending changes.
 Preparing employees for assignments by establishing and conducting orientation and training programs.
 Formalizing performance appraisal management module and implementing an efficient performance appraisal system; Handling the process of annual performance interviews and middle year interviews.
 Maintaining a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
 Ensuring planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.
 Maintaining employee benefits programs and analyzing employees` benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids.
 Maintaining management guidelines by preparing, updating, and recommending human resource policies and procedures.
 Maintaining historical human resource records by designing a filing and retrieval system; keeping past and current records.
 Utilizing the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization.
 Completing human resource operational requirements by scheduling and assigning employees; following up on work results.
 Working closely with the Personnel Manager to develop and manage an effective payroll system applying the company rules and laws to get the wages paid correctly, and monitoring any possible variance between actual results and budgeted targets.
 Contributing to team effort by accomplishing related results as needed.

 Maintaining the proper implementation of the HR Procedures of the company.
 Conducting necessary reporting for Headcount, Recruitment, Streamline, Headcount and Training Reports.
 Conducting necessary internal investigations regarding Employees’ violations and ensuring the application of penalties chart according to the labor law.
 Responsible for the Recruitment of Project’s Cadre/Non Cadre Staff, screening CVs, interviewing, short-listing, negotiating and offering.
 Supervising and controlling the employees’ Medical and Life Insurance plans, following up on the submitted claims and the renewal process.
 Advising on the cases of discrepancies from the salary structure for adjustments.
 Approaching the training providers, conducting cost & content analysis, reviewing agreements and communicating programs to project personnel.
 Conducting regular update for Job Descriptions and Organization Charts.
 Supervising the process of employees` attendance and all kinds of vacations.
 Following up on the Social Insurance processing with the Social Insurance Office.
 Supervising the Vaccination procedures with the concerned parties.
 Coordinating with the Banks for the new accounts opening of new hires.
 Supervising the employees’ transportation.
 Issuing salary certificates, renew all employment contracts and involving in maintenance of updated employment contracts for resolution of illegal and casual hiring cases.
 Handling the process of annual performance interviews and Middle year interviews.
 Conducting the job analysis to create and update clear job descriptions in order to hire, train, compensate, and evaluate the employees
 Developing and managing an effective payroll system applying the company rules and laws to get the wages paid correctly, and monitoring any possible variance between actual results and budgeted targets to propose correct actions to other departments.
 Coordinating all social activities such as: Awareness sessions, Iftar Ramadan gathering, social gathering and communication committee, etc.
 Supporting the HR team, managers and employees where necessary to drive and successfully deliver key HR initiatives.

 Receiving, revising and preparing the employment documents and job relevant contract.
 Issuing the all kinds of employments` contracts.
 Issuing social insurance forms, bank account forms, medical insurance forms and adding any new employees or family members to the medical insurance system and making sure the amount due is deducted from the employees’ salaries.
 Ensuring that the organization charts are updated on monthly basis according to the reallocation of the staff.
 Preparing monthly salary reconciliation to ensure correctness of Payroll.
 Preparing the governmental letters and checking for the different deductions such as Taxes, Social Insurance, Medical Insurance, etc and sending them to the different parties involved.
 Issuing any documents that may be requested by employees.
 Carrying out any duties assigned by my line manager.

 Assisting in monitoring the budget plan (Salaries, international and domestic travels, Allowances, Medical care, Early retirement, etc.).
 Controlling departmental expenditure within agreed budget.
 Ensuring that the organization charts are updated on monthly basis according to the reallocation of the staff.

 Responsible for compensating about 1500 employees of Egypt, K.S.A, UAE, Bahrain, Qatar and Corporate staff.
 Providing incentives and benefits/compensation (commissions, awards, overtime, allowances, bonus, health, medical, disability and death).
 Preparing monthly analysis reports to measure the actual costing of hiring processes of each company.
 Preparing (annual quarter) analysis reports to clarify the total recruitment costs of the company (salaries - awards - incentives - commissions, etc).
 Renewing the salary system according to the new labor law, social insurance, and new taxes.
 Preparing annual reports to clarify the organization turnover compared to the new comers.
 Preparing a monthly analysis report which indicates the reason for each retirement, resignation, total disability, partial disability, death and dismissal for each company.

 Carrying out Policies and procedures related to all phases of Human Resources activities for our company.
 Handling the recruitment process for building up pool of candidates and I shared in several Employment fairs (like Wazayef Masr - American Chamber), screening CVs, conducting interviews and tests, and handling the hiring and orientation procedures.
 Assisting in the job analysis process and developing job descriptions.
 Preparing offers’ letters and ensuring that all new employees complete the joining formalities as laid down in the HR Policies.
 Assisting in the preparation of orientation programs.
 Developing performance appraisal tools and implementing an efficient performance appraisal system during the probation period.
 Arranging the employees’ files, renewing the contracts, following up on employees’ attendance and keeping it always updated.
 Renewing the salary system according to the new labor law, social insurance, and new taxes.
 Coordinating and applying suitable sales/incentive plans with payments according to the targets achieved for every employee.
 Preparing monthly salary reconciliation to ensure correctness of Payroll.
 Implementing and conducting all banks transfers’ requests, getting the company data bank always updated.
 Maintaining different plans for Personal Loans according to bank regulations and the organization policies.
 Handling employee’s exit process (internal release, form 6, medical care, bank account).
 Ensuring proper implementation of the company's payroll according to the policy and procedures.
 Preparing daily reports which indicate the daily work magnitude to clarify the management achievements and the delays.